Contents
FAQs on Kolbe
FAQs on Team Development
FAQs on Kolbe:
- What makes the Kolbe A™ Index unique to team development?
Nothing is more important to a team with “peer-ship” accountability than the teammates understanding of each other. This understanding creates trust, and this trust leads to a strong devotion to the team. Once this devotion is created the peer-ship accountability develops into a strong commitment – a commitment so strong that the teammates will do almost anything to make sure that they have completed the task that they set as a goal to the team.
The Kolbe A Index is a unique way to know your teammates because it measures each person’s natural instincts, the gifts and talents they’ve had since birth. It’s the way they are “hard wired.” It’s how they naturally tend to get things done, how they naturally communicate, and how they handle change. Other assessments or profile tools, measure skills that can be taught, or they measure personalities and social style, all of which can be changed with education, environment or attitude, but instincts are hardwired into every individual.
- Can the Kolbe A Index and The Performance Project change the stress level in business and within teams?
A recent New York Times article stated that workplace stress costs the nation more than $300 billion each year. As a result, well-intentioned companies have introduced a full spectrum of stress reduction programs, everything from massage at your desks, yoga sessions, health club memberships and wellness seminars. But research shows that the effects of stress reduction programs are short lived. The programs make people feel good, but they don’t address the cause of stress, so the costs keep rising.
But, there is something that works. "When it comes to job stress, control over one's work may be the most important factor," says Dr. Peter L. Schnall of the Center for Occupational and Environmental Health at the University of California at Irvine. Dr. Schnall states that even in the most grueling work environment, people can cope if they feel they have some control.
Proper use of the Kolbe Concept® can put a person in control of their work. Using the Kolbe A Index can provide the most effective tool in the marketplace to help employers empower their employees by matching their talents to workplace tasks. The Performance Project can provide teammates control and ownership of their team through a team structure that gives them control over their own accountability.
- Kolbe Wisdom™ explains human nature in a new way. How sure are you that the Kolbe results are right?
Kolbe has had over 500,000 case studies and testimonials from hundreds of people from around the globe that the Kolbe results have made a difference for them. In the spring of 2006, Karen E. Gerdes, Ph.D., Arizona State University College of Public Programs School of Social Work, conducted a test-retest study of Kolbe. The results confirm that the Kolbe A Index is high in reliability. As one of the very few behavioral science instruments to have been applied and studied with the same subject group for up to 15 years, it stood the test of time with remarkable consistency. These results strongly suggest that the index is measuring unchanging instinctive traits.
FAQs on Team Development:
- How does The Performance Project benefit a team?
For new and existing teams, The Performance Project provides the essential steps required to progress through the established stages of team development. Without these essential steps, most “teams” will remain working groups and without a proven system for team development most likely disband without meeting their objectives.
- What makes effective teams effective?
Effective teams are more innovative, for one thing. Here is one example from Mavericks at Work by William C. Taylor and Polly LaBarre wherein a corporate vice-president of innovation states, “Innovation is all about networks. It’s about making connections, combining things, moving things from one domain to another” (p. 95). In The Performance Project, effective teams act as a unit, share information, combine different approaches to find solutions and move the problem solving process towards the desired outcome
- Companies are always sending their employees to conventions, seminars, and classes, but little seems to change after the employees get back to the office. Can The Performance Project help?
In fact, U.S. employees are receiving more annual hours of training, according to the American Society for Training and Development’s (ASTD) 2005 State of the Industry report, which found an increase in average hours of formal learning per employee from 2004 to 2005. Businesses are spending more of their budgets on training, conventions and seminars, and The Performance Project can give them the structure they need to help their employees implement the information that they learn.
- Young workers seem to be looking for something different in their careers than previous generations. How can Kolbe and The Performance Project help working with young employees on a team?
Young people believe more in trusting their instincts rather than advice from others. They want opportunities that give them the freedom to be themselves. They want a sense of control over their lives, and jobs that allow them to do things their own way. Kolbe and The Performance Project can give the young worker the knowledge of their instinctive abilities and the freedom to do the job according to their instinctive pattern of action, with the job-related benefit of knowing how their talent fits into an effective team structure.
- What are the challenges to a new team?
There can be a number of challenges, depending upon the composition of the team. But the most common are looking outside the team for leadership, the presence of cliques or special interests, the lack of a defined strategy and no means for measuring the results of their actions.
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